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Women's and Men's Career Referents: How Gender Composition and Comparison Level Shape Career Expectations

Author

Listed:
  • Donald E. Gibson

    () (Charles F. Dolan School of Business, Fairfield University, Fairfield, Connecticut 06824)

  • Barbara S. Lawrence

    () (Anderson Graduate School of Management, University of California, Los Angeles, Los Angeles, California 90095)

Abstract

This study examines how women's and men's career referents---the people they see as having similar careers---affect career expectations. We raise two questions. First, what is the relative effect of the gender composition and comparison level of career referents on such expectations? Second, what happens to career expectations when women and men identify career referents at the same comparison level? Current research suggests that women have lower career expectations than men because they compare themselves with women who hold lower-level positions than the career referents identified by men. Thus, if women and men identify with career referents at a similar level, their career expectations should be equal. However, this chain of reasoning has not been tested. Using data collected from a large organization, we identify both the specific individuals that women and men perceive as having similar careers and these referents' career levels, defined as their hierarchical level in the firm. The results show that the level of career referents is more important than their gender composition in explaining individuals' career expectations. In contrast to extant explanations, the results show that even when women identify career referents at the same levels as men do, they still exhibit significantly lower career expectations. Drawing on social comparison theory, we speculate that this occurs because men's expectations are bolstered by extreme upward comparisons, whereas women's expectations are dampened, perhaps because they see high-achieving others as representing a less probable goal.

Suggested Citation

  • Donald E. Gibson & Barbara S. Lawrence, 2010. "Women's and Men's Career Referents: How Gender Composition and Comparison Level Shape Career Expectations," Organization Science, INFORMS, vol. 21(6), pages 1159-1175, December.
  • Handle: RePEc:inm:ororsc:v:21:y:2010:i:6:p:1159-1175
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    File URL: http://dx.doi.org/10.1287/orsc.1090.0508
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    References listed on IDEAS

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    1. Barbara S. Lawrence, 2006. "Organizational Reference Groups: A Missing Perspective on Social Context," Organization Science, INFORMS, vol. 17(1), pages 80-100, February.
    2. Donald E. Gibson, 2003. "Developing the Professional Self-Concept: Role Model Construals in Early, Middle, and Late Career Stages," Organization Science, INFORMS, vol. 14(5), pages 591-610, October.
    3. Oldham, Greg R. & Kulik, Carol T. & Ambrose, Maureen L. & Stepina, Lee P. & Brand, Julianne F., 1986. "Relations between job facet comparisons and employee reactions," Organizational Behavior and Human Decision Processes, Elsevier, vol. 38(1), pages 28-47, August.
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    Cited by:

    1. Kremena Slavova & Andrea Fosfuri & Julio O. De Castro, 2016. "Learning by Hiring: The Effects of Scientists’ Inbound Mobility on Research Performance in Academia," Organization Science, INFORMS, vol. 27(1), pages 72-89, February.
    2. repec:kap:sbusec:v:49:y:2017:i:4:d:10.1007_s11187-017-9854-x is not listed on IDEAS
    3. Adam M. Kleinbaum & Toby E. Stuart & Michael L. Tushman, 2013. "Discretion Within Constraint: Homophily and Structure in a Formal Organization," Organization Science, INFORMS, vol. 24(5), pages 1316-1336, October.
    4. Aleksandra J. Kacperczyk, 2013. "Social Influence and Entrepreneurship: The Effect of University Peers on Entrepreneurial Entry," Organization Science, INFORMS, vol. 24(3), pages 664-683, June.

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